Thursday, August 15, 2013
No Performance Evaluation Program?
Don't believe the absolute tripe these days about how we should scrap performance evaluations programs and procedures. I laughed looking at LinkedIn the other day where someone decided to post a comment that performance evaluations don't work because they replicated the Master/Slave model. Is this guy serious? If you do not have a performance evaluation program, you have only one thing going for you to manage quality of work, attendance, quantity of work, attitude, conduct, behavioral issues, and availability. Guess what than one thing is? .... your personality and whatever relationship you hold on to with your employee. I've seen this before in many companies where where there were good performance evaluation systems, but management didn't enforce accountability for supervisors doing them. Hence, by default, the relationship with supervisor took over. The result--problems. Anger, conflicts, manipulation, low productivity, theft, "getting back", time theft, and violence in the workplace. Do you realize that a lack of performance evaluation process can lead to death. Don't think so? Absolutely it can in the right circumstances, a dysfunctional relationship with the supervisor can lead to conflicts, unfair treatment, personality clashes, and homicide. I will be talking with you about a marvelous performance evaluation system soon, the one I designed for Arlington County Public School System Trades Department. It's easy, collaborative (key concept), fun, workable, scalable, and no surprises ever pop up on the employees review day. Training supervisors in performance evaluation is easy, and I will show you how to do it.